Across three studies, the authors examine the interactive effects of moral identity and the negative reciprocity norm in predicting revenge. The general argument is that moral identity provides the motivational impetus for individuals’ responses, whereas the normative framework that people adopt as a basis for guiding moral action influences the direction of the response. Results indicated that moral identity and the negative reciprocity norm significantly interacted to predict revenge. More specifically, the symbolization dimension of moral identity interacted with the negative (...) reciprocity norm to predict revenge when individuals were the targets of mistreatment, whereas the internalization dimension of moral identity interacted with the negative reciprocity norm to predict revenge when individuals were the observers of mistreatment. Theoretical implications related to the differences between the symbolization and internalization dimensions of moral identity, the importance of examining normative frameworks, and the functionality of revenge are discussed. (shrink)

Despite the numerous benefits associated with forgiveness, many individuals find it difficult to forgive. This is especially true in organizations, where forgiveness is rare and can be under-valued. Across two studies, we explore how to facilitate forgiveness within organizational contexts and in the aftermath of workplace unfairness. We examine whether individuals can reduce the “injustice gap” that can be created by violations and enhance forgiveness through expressive writing interventions—guided writing techniques that can be self-administered. Participants wrote about their reactions to (...) a fictional scenario or an actual workplace experience. Results indicate that expressive writing was associated with higher reported perceived resolution. Whereas negative emotions mediated this relationship in Study 1, positive emotions and perceived injustice mediated this relationship in Study 2. Perceived resolution also mediated the relationship between expressive writing and forgiveness. Theoretical, methodological, and practical implications are discussed. (shrink)

Although managing fairness is a critical concern for organizations, not all managers are predisposed to enact high levels of fairness. Emerging empirical evidence suggests that personality characteristics can be an important antecedent of managers’ fair behavior. However, relatively little attention has been devoted to understand how to promote fairness among managers who are naturally predisposed to engage in lower levels of fairness. Building upon self-awareness theory, we argue that increasing managers’ self-awareness can motivate managers with low trait empathy to engage (...) in greater levels of justice. We test the interactive effects of trait empathy and state self-awareness using an experimental study in which individuals were asked to communicate negative news. In support of our hypothesis, our results indicate that increasing self-awareness through self-focusing situations can help promote interactional justice when communicating negative news for individuals with low trait empathy. The theoretical and practical implications of these findings are discussed. (shrink)

How are individuals affected by their own self-interested unethical behavior? Although self-interested unethical behavior commonly occurs as people attempt to advantage themselves, we argue that this unethical behavior can have deleterious implications for individuals and their social relationships. We propose that engaging in self-interested unethical behavior is positively related to state paranoia—an aversive psychological state. In turn, the social cognitive biases underlying state paranoia can prompt people to misjudge the potential for social threat. This may motivate them to curtail coworker-directed (...) affiliative behavior, thereby inadvertently undermining their social relationships. Our predictions were supported across four studies, including a behavioral study in a controlled environment, a recall study, a field survey in a single organization, and a two-wave survey. Theoretical and practical implications include highlighting the importance of understanding the personal and social consequences of self-interested unethical behavior as well as the impact of state paranoia in the workplace. (shrink)

Despite burgeoning interest in employee silence, there are still significant gaps in our understanding of (a) the antecedents of employee silence in organizations and (b) the implications of engaging in silence for employees. Using two experimental studies (Study 1a, N = 91; Study 1b, N = 152) and a field survey of full-time working adults (Study 2, N = 308), we examined overall justice as an antecedent of acquiescent (i.e., silence motivated by futility) and quiescent silence (i.e., silence motivated by (...) fear of sanctions). Across the studies, results indicated that overall justice is a significant predictor of both types of silence in organizations. Furthermore, Study 2 indicated that the implications of silence extend beyond the restriction of information flow in organizations to include employee outcomes. Specifically, acquiescent silence partially or fully mediated the relationship between overall justice perceptions and emotional exhaustion, psychological withdrawal, physical withdrawal, and performance. Quiescent silence partially mediated these relationships, with the exception of performance. The theoretical and practical implications of these findings for both the justice and silence literatures are discussed. (shrink)